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COMPONENT J: MISCELLANEOUS
Page 56 of 99 The Municipality has reviewed Human Resources policies and policies were consolidated into a Human Resources Policy Manual which was adopted by Council.
• The need for the policy stems from section 67 of the Municipal Systems Act which requires the Municipality, amongst other things, to develop and adopt appropriate systems and procedures to ensure fair, efficient, effective and transparent personnel administration, in accordance with the applicable law and subject to any applicable collective agreement.
• The Manual is intended to create a framework for decision-making in respect of human resources management in the Municipality. As such it attempts to establish a set of rules for the consistent interpretation and application of collective agreements and legislation governing human resources management in the Municipality.
• The policies contained in the document cover most of the human resources management issues that the Municipality experiences from day to day.
• The Manual contains the human resources policies and procedures of the Impendle Municipality.
• The policies and procedures prescribed in the Manual apply to all employees of the Municipality.
• The Municipal Manager and departmental heads are responsible and accountable for the implementation and application of the policies and procedures.
• The policies and procedures contained in the Manual must be read together with, and interpreted consistently with, the relevant collective agreements and legislation.
• Whenever there is a conflict or inconsistency between any policy contained in the Manual and any collective agreement or legislation, the provisions of such collective agreement or legislation prevails.
• Where the policies and procedures contained in the manual differ from the conditions of service currently applicable to the section 57 employees, in terms of their employment contracts the specific conditions of service in the employment contracts will prevail.
During the 2012/13 financial year a review of policies was done and the Municipality developed comprehensive human resources Policy Manual.
The policies basically consist of b ot h h u man r e so u r ce s an d c o rp o r at e o p e r ati o na l a nd p ro c e du r a l p o li cy fr a me wo r k . The goals of the human resource policy framework are to:
The goals of the human resource strategy are to:
• Ensure that the required number of employees with the required skills and expertise are available when needed
• Ensure sound labour relations
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• Ensure that employees are developed in accordance with the Work Place Skills Plan
• Enhance the quality of institutional and individual performance;
• Ensure that all relevant human resource systems are established and implemented
• Promote Occupational Health and Wellness Services
HR policies and plans
Name of the policy Completed
% YES
Reviewed
% NO
Date adopted by the council or comment on the failure to adopted
01 Affirmative action Yes - As per
EE Report
31 May 2012
02 Attraction and retention Yes – As
per HR Manual
03 Code of conduct for employees Yes – as per Municipal Systems Act
04 Delegations, authorities and responsibilities Yes – as per Delegations of
Authority
31 May 2012
05 Disciplinary code and procedures Yes – as per Collective Agreement
06 Essential services Yes – As
per Collective Agreement 07 Employee assessment and wellness Yes – As
per HR Manual
31 May 2012
08 Employment equity Yes- As per
EE Plan
31 May 2012
09 Exit management Yes – As
per HR
31 May 2012
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10 Grievance procedures Yes – As
per Collective Agreement
11 HIV/AIDS Yes
12 Human resource and development Yes – As per HR Manual
31 May 2012
13 Information technology Yes
14 Job evaluation Yes – As
per Collective Agreement
15 Leave Yes – As
per HR Manual
31 May 2012
16 Occupational health and safety Yes – As per HR Manual
31 May 2012
17 Official housing -
18 Official journeys Yes – As
per S & T Policy 19 Official transport to attend funerals -
20 Official working hours and overtime Yes – As per
Collective Agreement
21 Organizational rights Yes – per
Collective Agreement
22 Payroll deductions Yes
23 Performance management and development Yes
24 Recruitment, selection and appointment Yes – As per HR Manual
31 May 2012
25 Remuneration, scales and allowance Yes – As per HR Manual
31 May 2012
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26 Resettlement Yes – As
per HR Manual
31 May 2012
27 Sexual harassment Yes – As
per HR Manual
31 May 2012
28 Skills development Yes – As
per HR Manual
31 May 2012
29 Smoking Yes – As
per HR Manual
31 May 2012
30 Special skills Yes – As
per HR Manual
31 May 2012
31 Work organization Yes – As
per HR Manual
31 May 2012
32 Uniform and protective clothing Yes – As per HR Manual
31 May 2012
33 Other
4.3 INJURIES, SICKNESS AND SUSPENSIONS
Number and cost of injuries on duty Type of injury Injury leave
taken (days)
Employees
using injury leave (No)
Proportion employees
using sick leave (%)
Average injury leave per employee
(days)
Total estimated costs (R0.00)
Tender Spine 13 days
Ear Injury 09 Days
Number and periods of suspension
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misconduct
Date of suspension
Details of disciplinary action
taken or status of case and reasons why not finalized
Date finalized
N/A N/A N/A N/A N/A
Performance rewards by gender Designations Beneficiary profile
Gender Total number of employees in group
Number of beneficiaries
Expenditure on rewards (2013)
Proportion of beneficiaries within group (%)
Lower skilled (levels 1-2)
Female 12
male 16
Skilled (3-5) Female 10
Male 09
High skilled production (6- 8)
female 15
Male 01
Highly skilled supervision (9- 12)
female
Male 02
Senior management (13-15)
female 08
Male 09
MM and S57 Female
Male 04
Total 96
4.4 PERFORMANCE REWARDS Not Done
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